Event details


22 May 2019

As a leader in the field of HR, OD or L&D do you recognise the symptoms of anxiety brought on by the urgency of change in the workplace.  Do you see first-hand the stress change places on the organisation, team and self?

In times of full employment and competitive markets is it possible to attribute this to pressures of high performance during the goods times?  But can more be done to understand, unpick and rebuild individuals, and teams, to face an uncertain work future whilst enabling talented teams to flourish.

At Roffey Park Institute when we considered the present themes for L&D – talent, diversity, gender equality, change and resilience, EI and Neuroscience –  we recognised that the human experience at work is still the fundamental multiplier to the success of organisations.  Organisations who prioritise a people centred agenda are successful at confronting the stresses of change, retaining talent and maintaining resilience.

Yet we stand on the edge of extreme change and in times of change, leaders must innovate, harnessing the power of collaborative effort and high performing teams. Getting it right is a challenge.  Getting lost in ineffective meetings and interactions, with minimal progress or real action, is an organisational reality. Teams experience disempowering vicious circles of endless debate, limited consensus and little change.

Roffey Park believes that working using Dialogic methods allows people to freely and creatively explore issues, listen and engage with each other with clarity.  It helps individuals suspend their own views in search of the truth and ever creative solutions.  Organisations using Dialogic methods are able to harness a larger pool of knowledge. The primary purpose being to enlarge ideas, not to diminish them.  Thereby unlocking the ideas and creativity within teams and individuals.

According to the UN agency for the world of work report 2019 having a people centred agenda, placing them at the centre of everything we do will ensure that the benefits of change and adaptions to our environments, technological, societal, political can be for a greater good.

Roffey Park invites you to our breakfast event will discuss:

  • Fireside Discussion – The Future of Work.  Session between Dr Robert Coles, CEO Roffey Park Institute & John McMackin, DCU Assistant Professor in HRM & Organisational Behaviour .
  • Step into “The Experience Cube”  – a practical facilitated session with the aim of gaining clarity in dialogue and a better understanding of other’s perspectives.
  • Debate and Discuss learnings.

Each of these are, of course, linked by our capacity for genuine dialogue, collective commitment and the capacity to learn whilst doing.

Roffey Park is the UK’s leading, independent leadership and management Institute, developing your future leaders, managers and organisation. Drawing on our research, our client insight and expertise, we will explore these changes, offering you tools and practice as you face building high performing teams.

If you are an organisational leader, or you lead transformational change, leadership or organisational development within your organisation, this event is for you. Join us and engage with tomorrow.


Dr Robert F Coles, Chief Executive Officer

Dr Robert Coles has been deeply involved with human development over many years, most recently as the Co-Founder and Chair of The Centre for Alternative Leadership & Management – Place of CALM™, an academic research collaboration, think tank and consultancy. Prior to this, Robert has held directorships of three Executive Education practices and, in addition, was the European Director for one of the world’s ‘next 4’ global audit, accounting and consulting organisations. He has worked alongside many blue-chip organisations developing board and senior leadership teams, designing joint ventures from a relational and dialogic practice perspective, and developing his ideas and practices around Collaborative Competence™. He is a graduate of the Universities of  Oxford and Leicester, and holds a PhD in Collaborative and Confucian Leadership, and post-graduate degrees in Cross-Cultural HRD and Organisational Leadership. His continuing research interest is in collaborative mechanisms for promoting interdependent leadership and management, utilising AI tools. He is an Honorary Visiting Fellow in Post-Crisis Leadership and Management at the University of Leicester.

Ken Ingram, Head of Practice

Ken has been a learning and development consultant and facilitator for more than 25 years. Before joining Roffey Park, Ken worked for a number of organisations in a learning and development capacity including the National School of Government, Centre for Management and Policy studies and Civil Service Learning. He has broad expertise across a wide range of fields.  In particular, he majors in leadership and management development, facilitation skills, adult learning and evaluation. Ken has passion for blended and adult learning and has focused much of his career on helping individuals and organisations to develop their learning design and facilitation capability.  Ken is Course Director for our Personal Effectiveness and Power Programme and is also responsible for Roffey Park’s blended learning strategy and has a great deal of experience of developing and implementing online learning solutions.

Timings and fees

The Alex  – 41-47 Fenian St, Dublin, Ireland

22nd May 2019

8:00am – Registration

8:30am – Event Start

10:30am – 11am Event ends and informal networking.